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Determinants of Sustainability-Oriented Entrepreneurial Intentions of University Students 大学生可持续创业意向的影响因素
IF 0.6 Q3 LAW Pub Date : 2020-10-21 DOI: 10.25159/1998-8125/7795
O. Fatoki
Entrepreneurship is no longer about only economic growth but also about social and environmental performance. This has led to the development of sustainable entrepreneurship as a field in entrepreneurship research. The study discussed in this article investigated the determinants of sustainability-oriented entrepreneurial intentions (SOEI) of university students by extending the theory of planned behaviour (TPB). Four personality traits were added to the TPB to develop a predictive model of SOEI. The moderating effect of gender in the relationships between the determinants and SOEI was also examined. The study adopted a quantitative research design. The cross-sectional survey method was used for data collection from final year business management students in three South African universities. Structural equation modelling (PLS SEM) was used for data analysis. The findings indicated significant positive relationships between attitude; perceived behavioural control; internal locus of control; perceived creativity; proactive personality, and SOEI. Overall, 55.9% of the variance in SOEI was explained by the expanded TPB model. The moderating effect of gender was not found to be significant. Theoretically, the study used personality traits to extend the TPB in order to develop a unique model of the antecedents of SOEI. Practically, recommendations to promote the SOEI of university students are suggested. The study contributes towards the understanding of SOEI of university students in South Africa. While the conventional entrepreneurial intention of university students has stimulated many studies, research on SOEI is sparse. Based on the TPB, the study developed and tested a unique multi-dimensional model that incorporates personality traits as antecedents of SOEI.
创业不再仅仅关乎经济增长,还关乎社会和环境绩效。这导致了可持续创业作为创业研究领域的发展。本文通过对计划行为理论的扩展,探讨了大学生可持续创业意向的影响因素。在TPB中加入4种人格特征,建立SOEI的预测模型。性别在决定因素和SOEI之间的关系中的调节作用也被检查。本研究采用定量研究设计。本研究采用横断面调查的方法,从南非三所大学的最后一年工商管理专业的学生中收集数据。采用结构方程模型(PLS SEM)进行数据分析。研究结果表明,态度与心理健康之间存在显著正相关;感知行为控制;内在控制点;认为创造力;积极主动的个性和SOEI。总体而言,55.9%的SOEI方差可以用扩展的TPB模型解释。性别的调节作用不显著。从理论上讲,本研究利用人格特征来扩展TPB,以建立一个独特的SOEI前因式模型。在实践中,提出了提高大学生自主知识产权指数的建议。本研究有助于对南非大学生SOEI的理解。传统的大学生创业意向引发了很多研究,但对大学生自主创业意愿的研究却很少。在此基础上,本研究开发并检验了一个独特的多维度模型,该模型将人格特质作为SOEI的前因。
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引用次数: 7
Direct vs. Indirect Impact of Fuel Price on Wages in South Africa 南非燃料价格对工资的直接与间接影响
IF 0.6 Q3 LAW Pub Date : 2020-10-09 DOI: 10.25159/1998-8125/7885
Temitope L. A. Leshoro, Glenda Maluleke
The international oil price has been increasing significantly, but consumers react more to the announcement of the increase in fuel (pump) price, than an increase in international oil prices. This study, therefore, investigates the direct effect of fuel prices on the inflation rate and wages in South Africa, on the one hand, and the domestic price pass-through from fuel prices to wages (indirect effect) on the other. The impulse-response function of the vector autoregressive (VAR) technique was used to examine the direct effects of fuel prices on the inflation rate and wages, as well as the indirect effect from fuel prices to wages in South Africa. Quarterly data from 2001Q1 to 2018Q2 were utilised. The empirical results showed that inflation and wages responded positively to the shock in the fuel price. The results indicated that although wages increased because of a shock in the inflation rate—depicting the pass-through from the fuel price—the direct impact of the fuel price on wages is more significant. This study departs from the usual studies that examine the exchange rate pass-through of international oil prices to the inflation rate. The conclusion drawn was that the pass-through effect was not as strong and did not contribute as much as the direct effect of the fuel price. Therefore, the indirect shock of fuel prices, via inflation, does not so much cause an increase in wages as its direct shock. The study concludes with policy recommendations.
虽然国际油价持续大幅上涨,但消费者对燃料油价格上涨的反应比国际油价上涨更强烈。因此,本研究一方面调查了燃料价格对南非通货膨胀率和工资的直接影响,另一方面调查了国内价格从燃料价格到工资的传递(间接影响)。使用向量自回归(VAR)技术的脉冲响应函数来检验燃料价格对通货膨胀率和工资的直接影响,以及燃料价格对南非工资的间接影响。使用了2001年第一季度至2018年第二季度的季度数据。实证结果表明,通货膨胀和工资对燃料价格的冲击有积极的反应。结果表明,尽管工资增长是因为通货膨胀率的冲击——描绘了燃料价格的传递——但燃料价格对工资的直接影响更为显著。这项研究不同于通常的研究,即考察国际油价对通货膨胀率的汇率传递。得出的结论是,传递效应没有燃料价格的直接影响那么强,贡献也没有那么大。因此,燃料价格通过通货膨胀带来的间接冲击,并不会像直接冲击那样导致工资上涨。该研究最后提出了政策建议。
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引用次数: 0
The impact of changes in audits and penalties on tax compliance behaviour: evidence from South Africa 审计和处罚变化对税务合规行为的影响:来自南非的证据
IF 0.6 Q3 LAW Pub Date : 2020-08-28 DOI: 10.25159/1998-8125/4824
Chengetai Dare
Tax revenue is a major source of public revenue in South Africa, and it plays an integral role in creating the fiscal space to provide public services and infrastructural development. Tax collection is, however, impeded by evasion. To enhance compliance, the government has made several changes to existing tax penalty structures, and introduced new ones as well. The question arises whether these deterrence measures effectively reduce evasion. International empirical evidence on the efficacy of such policies is mixed, and mainly drawn from developed country applications. Hence, evidence from developing countries is limited. This study employed a laboratory experiment to examine taxpayers’ behavioural responses to changes in audit and penalty rates in South Africa. Results showed that both audits and penalties influenced salaried and non-salaried income taxpayers to increase their compliance levels. However, the effect was higher on non-salaried taxpayers. The study also established that audit and penalty rates had a negative joint effect on both salaried and nonsalaried compliance rates. The impact was larger on salaried taxpayers. These findings suggest that, although audits and penalties are effective enforcement measures, the manner in which they are applied must be given careful consideration, as excessive enforcement reduces taxpayers’ intrinsic motivation to comply, hence reducing voluntary compliance. The study used a novel experimental setting, whereby compliance was disaggregated into salaried and non-salaried, which gave a clearer effect of deterrence measures on compliance.
税收是南非公共收入的主要来源,在创造提供公共服务和基础设施发展的财政空间方面发挥着不可或缺的作用。然而,逃税阻碍了税收的征收。为了加强合规,政府对现有的税收处罚结构进行了几项修改,并引入了新的处罚结构。问题是这些威慑措施是否有效地减少了逃避。关于这类政策效力的国际经验证据好坏参半,而且主要来自发达国家的应用。因此,来自发展中国家的证据有限。本研究采用实验室实验来检查南非纳税人对审计和罚款率变化的行为反应。结果表明,审计和处罚都影响了工薪和非工薪所得纳税人提高其合规水平。然而,对非工薪纳税人的影响更大。该研究还证实,审计率和罚款率对受薪和不受薪的合规率都有负面的共同影响。受薪纳税人受到的影响更大。这些调查结果表明,虽然审计和处罚是有效的执法措施,但必须仔细考虑实施这些措施的方式,因为过度执法会降低纳税人遵守的内在动机,从而减少自愿遵守。这项研究采用了一种新颖的实验设置,将遵守情况分为受薪和不受薪,从而更清楚地说明了威慑措施对遵守情况的影响。
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引用次数: 0
Managing Employee Creativity and Innovation in Selected Zimbabwean Manufacturing Companies 在选定的津巴布韦制造公司管理员工的创造力和创新
IF 0.6 Q3 LAW Pub Date : 2020-05-26 DOI: 10.25159/1998-8125/6836
Patience Nyawo, C. Schultz
The economic situation in Zimbabwe is worsening rapidly. Proper managing of employee creativity and innovation gives organisations a competitive edge. This study explored the managing of employee creativity and innovation in two manufacturing companies in Zimbabwe. An exploratory research design and a qualitative research method were utilised. Face-to-face interviews were conducted. Qualitative content analysis was used to analyse the data. The findings indicate that rewards, benchmarking, training, sense of belonging, engagement, feedback, teamwork and collaboration form part of the enabling factors in managing employee creativity and innovation. The identified employee creativity and innovation barriers were fear, punishment, lack of funding, lack of research and development in Zimbabwe, limited technology, and bureaucracy. Only two manufacturing companies in Zimbabwe were included in this study. The focus of this study was on employee creativity and innovation. However, there are other themes that could also have been investigated in the rapidly worsening economic Zimbabwean context. If managers do not give the necessary attention to employee creativity and innovation on a personal level of an employee, on an operational roll-out level, as well as on the bigger arena of the organisation, it might be that the companies lack competitiveness and do not contribute to the improvement of the economic situation in Zimbabwe. The contribution of this study lies in the in-depth explication of employee creativity and innovation in a rapidly worsening economic Zimbabwean context.
津巴布韦的经济形势正在迅速恶化。正确管理员工的创造力和创新给组织带来竞争优势。本研究探讨了津巴布韦两家制造企业对员工创造力和创新的管理。采用探索性研究设计和定性研究方法。进行了面对面的访谈。采用定性含量分析法对数据进行分析。研究结果表明,奖励、标杆管理、培训、归属感、敬业度、反馈、团队合作和协作是管理员工创造力和创新的有利因素。确定的员工创造力和创新障碍是恐惧、惩罚、缺乏资金、津巴布韦缺乏研发、有限的技术和官僚主义。津巴布韦只有两家制造公司被纳入这项研究。本研究的重点是员工的创造力和创新。然而,在津巴布韦经济迅速恶化的背景下,也可以调查其他主题。如果管理者在员工个人层面,在运营推广层面以及在组织的更大舞台上不给予员工创造力和创新必要的关注,可能是公司缺乏竞争力,不会为改善津巴布韦的经济状况做出贡献。本研究的贡献在于深入解释了在津巴布韦经济迅速恶化的背景下员工的创造力和创新。
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引用次数: 0
Talent Development Practices Predict the Employee Engagement of Human Resource Professionals 人才发展实践预测人力资源专业人员的员工敬业度
IF 0.6 Q3 LAW Pub Date : 2020-05-12 DOI: 10.25159/1998-8125/6398
Sidney Linford Masetle Morethe, I. Swarts, C. Schultz
There is little evidence to indicate the association between talent development practices and the employee engagement of human resource (HR) professionals. The aim of this study was to examine if talent development practices predict the employee engagement levels of HR professionals. The study was conducted by means of a quantitative survey research design based on a sample of 354 HR professionals. A stratified random sampling technique was applied and data were collected by means of the Survey Monkey internet tool and analysed by means of multiple regression analysis. The results indicate that selfdevelopment behaviour is not a significant predictor of organisational engagement, while developmental relationships and support as well as development assignments are significant predictors. These results suggest that managers should provide developmental support and assignments to enhance employee engagement.
很少有证据表明人才发展实践与人力资源(HR)专业人员的员工敬业度之间存在关联。本研究的目的是检验人才发展实践是否能预测人力资源专业人员的员工敬业度。本研究采用定量调查研究设计,对354名人力资源专业人员进行了抽样调查。采用分层随机抽样方法,利用网络调查工具Survey Monkey收集数据,采用多元回归分析。结果表明,自我发展行为不是组织敬业度的显著预测因子,而发展关系和支持以及发展任务是显著的预测因子。这些结果表明,管理者应该提供发展支持和任务,以提高员工的敬业度。
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引用次数: 2
Supply Chain Risk Management Strategies: A Study of South African Third-Party Logistics Providers 供应链风险管理策略:南非第三方物流供应商研究
IF 0.6 Q3 LAW Pub Date : 2020-05-11 DOI: 10.25159/1998-8125/6854
M. Mvubu, M. J. Naude
The purpose of this study was to determine the supply chain risk management (SCRM) strategies that South African third-party logistics (3PL) service providers use to mitigate risks, the extent to which they adopt these strategies and the benefits derived thereof. An exploratory and descriptive method technique was adopted. The empirical study comprised of email surveys administered to 398 supply chain managers employed by South African 3PLs. The findings reveal that respondents place greater importance on risk identification than on the other SCRM strategies. Risk assessment attained the lowest rating, implying that 3PL providers placed the least importance on this risk assessment strategy. Risk response and risk monitoring, reporting and control are all adopted to a significantly lesser extent. The findings also revealed that 3PL providers derive significant benefits from all SCRM strategies. A limitation of this study is that not all 3PL providers affiliated with SAAFF participated. In addition, because only members of senior management were included in the study, the opinions of operational and tactical staff were not obtained. The study contributes to the current body of knowledge on SCRM by exploring how 3PL providers in a developing country, such as South Africa, assess supply chain risks, the strategies they have in place to respond to these risks, and the mechanisms in place to monitor and control SCM risks.
本研究的目的是确定南非第三方物流(3PL)服务提供商用于降低风险的供应链风险管理(SCRM)策略,他们采用这些策略的程度及其带来的好处。采用探索性和描述性的方法技术。实证研究包括对南非第三方物流公司雇用的398名供应链经理进行电子邮件调查。调查结果显示,受访者认为风险识别比其他SCRM策略更重要。风险评估获得了最低的评级,这意味着第三方物流提供商对这种风险评估策略的重视程度最低。风险响应和风险监测、报告和控制的采用程度都明显较低。研究结果还显示,第三方物流供应商从所有SCRM策略中获得了显著的好处。本研究的一个局限性是,并非所有隶属SAAFF的第三方物流供应商都参与了研究。此外,由于研究只包括高级管理人员,因此没有获得业务和战术工作人员的意见。该研究通过探索发展中国家(如南非)的第三方物流供应商如何评估供应链风险,他们应对这些风险的策略,以及监测和控制供应链风险的机制,为当前的供应链管理知识体系做出了贡献。
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引用次数: 4
Risk Profile of Weather and System-Related Port Congestion for the Cape Town Container Terminal 开普敦集装箱码头的天气和系统相关港口拥堵风险概况
IF 0.6 Q3 LAW Pub Date : 2020-05-11 DOI: 10.25159/1998-8125/6149
L. Potgieter, L. Goedhals-Gerber, J. Havenga
CITATION: Potgieter, L., Goedhals-Gerber, L. L. & Havenga, J. 2020. Risk profile of weather and system-related port congestion for the Cape Town container terminal. Southern African Business Review, 24, article #6149, doi:10.25159/1998-8125/6149.
引用本文:Potgieter, L., Goedhals-Gerber, L. L. & Havenga, J. 2020。开普敦集装箱码头的天气和系统相关港口拥堵风险概况。《南方经济评论》,24,第6149期,doi:10.25159/1998-8125/6149。
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引用次数: 6
The relationship between CEO compensation and company performance measurements of listed South African firms 南非上市公司CEO薪酬与公司绩效的关系
IF 0.6 Q3 LAW Pub Date : 2020-05-06 DOI: 10.25159/1998-8125/4149
W. Coetzee, J. Hall
Some commentators argue that increased chief executive officer (CEO) compensation may lead to increased company performance, while others argue that increased CEO compensation does not necessarily lead to increased company performance. These different opinions led to several pay-performance studies to identify and analyse the relationship, if any, between CEO compensation and company performance. The motivation for the present study was to determine whether different performance measurements in a pay-performance study would provide different results, as well as to determine whether certain firms’ performance measurements correlate better to compensation than those of other firms. The main finding of the research was that there is a substantial difference in the correlational relationships identified between CEO compensation and company performance, depending on the performance measurement used. In this study earnings per share reported the strongest positive correlation at 0.89 and return on assets reported the strongest negative correlation at  -0.79 to CEO compensation. The findings suggest that researchers should carefully consider what performance measurement to use when conducting pay-performance studies as very different results could be delivered. In addition, stakeholders should take note of the specific performance measurement that they should apply if they want to negotiate a performance-based compensation system.
一些评论家认为,增加首席执行官(CEO)薪酬可能会导致公司业绩的提高,而另一些人则认为,增加首席执行官薪酬并不一定会导致公司业绩的提高。这些不同的观点导致了几项薪酬绩效研究,以确定和分析CEO薪酬与公司绩效之间的关系(如果有的话)。本研究的动机是确定薪酬绩效研究中不同的绩效衡量是否会产生不同的结果,以及确定某些公司的绩效衡量是否比其他公司的绩效衡量与薪酬更相关。该研究的主要发现是,CEO薪酬与公司绩效之间的相关关系存在实质性差异,这取决于所使用的绩效衡量标准。在这项研究中,每股收益报告最强的正相关为0.89,资产回报率报告最强的负相关为Â -0.79 CEO薪酬。研究结果表明,研究人员应该仔细考虑在进行薪酬绩效研究时使用何种绩效衡量标准,因为可能会产生截然不同的结果。此外,如果利益相关者想要谈判一个基于绩效的薪酬体系,他们应该注意具体的绩效衡量方法。
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引用次数: 0
Identifying Organisational Climate Elements that can be used to Detect and Prevent Management Fraud 识别可用于检测和防止管理欺诈的组织气候要素
IF 0.6 Q3 LAW Pub Date : 2019-12-31 DOI: 10.25159/1998-8125/4269
L. Bezuidenhoud, D. Geldenhuys
Management fraud is a global problem that has become more widespread than ever before. Current modes for detecting and preventing fraud, such as those based on demographic factors, have not been very successful. It is argued that organisational psychology—more specifically the study of organisational climate—provides excellent vantage points from which to understand management fraud. The purpose of this study was to identify organisational climate elements that increase the potential risk of management fraud within an organisation. The study has done this in order to employ these elements in detecting and preventing potential management fraud. A mixed research design was employed, encompassing two broad phases, namely: classification, whereby a framework was developed; and empirical validation, which made use of analytical induction as well as Lawshe’s content validity ratio. It was found that leadership style and managerial values are the elements that relate most to the detection and prevention of management fraud. It was also found that ethical leniency, poor example setting and hypocrisy were likely to create climates in which management fraud takes place. In terms of values, the study found that it is not simply the adoption or communication of values that is important in shaping a fraud-conducive climate, but rather whether or not any professed values are seen to be implemented or lived.
管理欺诈是一个全球性问题,比以往任何时候都更加普遍。目前发现和防止欺诈的模式,例如基于人口因素的模式,并不是很成功。有人认为,组织心理学——更具体地说是对组织气候的研究——为理解管理欺诈提供了极好的有利条件。本研究的目的是确定增加组织内管理欺诈潜在风险的组织气候因素。这项研究这样做是为了利用这些因素来检测和预防潜在的管理欺诈。采用混合研究设计,包括两大阶段,即:分类,据此制定框架;运用分析归纳法和Lawshe内容效度比进行实证验证。研究发现,领导风格和管理价值观是与发现和预防管理欺诈最相关的因素。研究还发现,道德上的宽容、不良的榜样树立和虚伪都可能创造出管理层欺诈发生的氛围。就价值观而言,研究发现,在形成有利于欺诈的氛围方面,重要的不仅仅是价值观的采纳或传播,而是任何公开宣称的价值观是否得到了实施或实践。
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引用次数: 1
Drivers of Customer Satisfaction in a Business-to-Business Market: A Survey within the South African Stainless Steel Industry 企业对企业市场中客户满意度的驱动因素:南非不锈钢行业的一项调查
IF 0.6 Q3 LAW Pub Date : 2019-11-14 DOI: 10.25159/1998-8125/4540
L. Radder, M. V. Eyk, R. Laubscher
The vast number of competitors and the similarity of products on offer in the South African stainless steel stockist and distributor market force organisations to find alternative means of competing effectively. Customer satisfaction might be one such an example. Whilst research has confirmed the positive outcomes of customer satisfaction, much less is known about the antecedents (drivers) that should act as the foundation of attempts to maximise satisfaction, particularly in a developing country. This study confirms five satisfaction drivers, reports the gap scores between importance and satisfaction ratings by the account clients of a major South African stainless steel stockist and distributor, and shows the relationship between these drivers and overall satisfaction. The analysis of 320 useable survey questionnaires shows a moderate to strong positive relationship with overall satisfaction for four of the five drivers. Reliability is the most important driver and product quality received the highest average satisfaction rating. Drivers with the largest significant gap scores include reliability, service quality and commercial aspects. Management should focus on the important drivers—those with the highest negative gap scores between satisfaction and importance, and those showing a significant relationship with overall satisfaction.
在南非不锈钢库存和分销商市场上,大量的竞争对手和产品的相似性迫使组织寻找有效竞争的替代手段。客户满意度就是这样一个例子。虽然研究已经证实了客户满意度的积极结果,但对于应该作为最大化满意度尝试的基础的前因(驱动因素)知之甚少,特别是在发展中国家。本研究确认了五个满意度驱动因素,报告了南非主要不锈钢库存和分销商的客户重要性和满意度评级之间的差距得分,并显示了这些驱动因素与总体满意度之间的关系。对320份可用调查问卷的分析显示,五个驱动因素中的四个与整体满意度有中等到强烈的正相关关系。可靠性是最重要的驱动因素,产品质量获得了最高的平均满意度评级。差距最大的驱动因素包括可靠性、服务质量和商业方面。管理层应该关注那些重要的驱动因素——那些在满意度和重要性之间具有最高负差分数的驱动因素,以及那些与总体满意度表现出显著关系的驱动因素。
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引用次数: 0
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Southern African Business Review
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